How to Leverage Training (Pt. 1): Make It a Whole Team Activity

Imagine if you could multiply the benefits of training, easily and in a way that produces greater value for all involved. That’s what I’m going to give you in this post.

Our story

We recently closed our company for a full day — mid-week — so that each member of our team could attend a leadership teleconference; 10 world class speakers and thought leaders, who deliver exceptional value that touches attendees in many ways.

For a small company this is no small undertaking. It would mean that work would pile up that had to be done the next day, and no sales calls would be made. It was a zero revenue day, and we had projects with deadlines.

Our manager felt that it would be a good time for the whole team to have a shared learning experience. I trust her judgment and during the course I began to think of a way to not just leverage the training benefit, but to…

It’s Time to Say Goodbye to Hello

Every year it is suggested that certain words be retired from our language. If it hasn’t already been nominated, I suggest we stop using “hello.”

No, I haven’t lost my mind.

This is actually a contextual thing.

I don’t want to take such a warm and wonderful word out of general use, one we use umpteen times a day when greeting people on the phone, in e-mails, or in person.

“Hello” has a permanent place in our language (and in my heart).

What I want to see become quick history is the other version:

Effort vs. Production — Getting People On the Correct Page

You have to love people who give 100 percent all the time. Athlete’s call it “leaving it all on the field.” There’s nothing left in the tank. You did everything you could to deliver the winning results.

Sometimes people in our organizations give this level of effort, and still fail.

What if a worker tries as hard as humanly possible, but fails on a regular basis? What should you as a leader do?

It’s a Great Time For Boomers

If you’re in the Baby Boomer generation I hope you feel the way I do — that it’s a great time to be in the workforce.

Sure, some changes are more difficult than others to accept, and technology can be a challenge, but the generational makeup is in our favor.

Jerry, reduce dosage

I can hear some people say, “Don’t abuse your prescription medicine, are you crazy — the generational makeup is against us.”

Well, it would be if the Gen Y (aka Millennials, Gen “We”) crowd was more like the Gen X-ers, but in reality they’re more like Boomers.

Consistent Feedback is Important to All Workers

In a world that has been reshaped by instant communications via texting and 24/7 social networks, the mere thought of sitting down with a worker once every six or 12 months to provide an evaluation of their progress is nothing short of bizarre.

Everybody knows that a performance review (PR) is a requirement, and is used for not just documenting progress and some planning, it is also a device to justify…

Stop Pigeonholing Workers — Learn More

How many managers hire someone for a specific set of tasks and then forget that they hired a whole human being who is full of undocumented skills and capabilities?

Answer: Too many.

And we lose a big advantage as a result.

Why do we pigeonhole people?

When we hire people we conduct the interview(s) and scan the resumé for red flags, but we probably don’t go very much in depth with them, learning what else they can do. I think this is fumbling…

For Zen Habits Readers…Some Afterthoughts

Welcome to the Zen Habits readers who clicked over after reading my post on Five Strategies For Surviving a Tough Boss.

Since finishing that article I’ve been thinking how the problem could be avoided from the very beginning. Would it be possible to create an environment where your manager would know — right from the start — that you would not be an easy target for unfair treatment or aggression?

There is. Like anything else, it will take some work but…

Force Leadership on People When You Have to

Imagine that you own a business and have poured years into the development of a successor, but the closer you get to the transition of power this person shows only moderate interest in assuming the leadership role.

Add in that this is a family member so the thought of developing another person, just in case the heir apparent changed his/her mind, was an option seldom considered at all.

Yet, here you are at a time when you figured you would have your plan solidly in place and you could prepare for the next stage of your career and life — and it’s not even close.

What would you do?

New Office Etiquette: Ear Buds (and the greater meaning)

Every day I go into the office I learn something new. Today was an office etiquette lesson.

Our admin manager is under 30, and I’m not sure if she’s a very young Gen Xer or an old Gen Y (aka Millennial, Gen “We”); while her assistant is definitely a Y. Two very nice young women, and both adding value to our company.

Like most other offices they sit right at the front and greet any guests who come in, but in our case there are few visitors and the bulk of their work is a mixture of tasks that the rest of the team requires. Much of this is database work and both like to plug ear buds into iTunes, and do the job with…

What Does Leadership Look Like?

What does leadership look like?

Susan Mazza recently asked that question in her blog, Random Acts of Leadership. In seeking the best definition of leadership, she concluded that “it does not exist.”

For me, leadership is a …